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Questions and Answers
What is the primary focus of job satisfaction as a work attitude?
Which factor is most likely to contribute to the development of positive work attitudes?
What can be a consequence of maintaining positive work attitudes in the workplace?
Which factor is identified as a strong predictor of job performance?
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How does stress generally affect job performance?
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What is intrinsic motivation primarily based on?
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Which of the following is a factor that contributes to job engagement?
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In what way can positive workplace attitudes benefit an organization?
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What is the primary focus of organizational behavior (OB)?
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Which level of analysis in organizational behavior focuses on the interactions and dynamics of individuals within teams?
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How can knowing your learning style benefit you in an organizational context?
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What recent trend influencing organizational behavior addresses the need for businesses to consider social and environmental impacts?
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What does the concept of a 'flattening world' refer to in organizational behavior?
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What is one of the potential challenges posed by demographic trends in the workforce?
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Which learning style involves engaging with peers to discuss and clarify ideas?
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Which of the following is NOT a benefit of understanding organizational behavior?
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What defines faultlines in a group context?
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How do biases primarily affect stereotypes?
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Which of the following is NOT a diversity issue identified in the workplace?
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What is the focus of person-organization fit?
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Which factor is associated with higher job satisfaction according to the interactionist perspective?
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What issue is commonly associated with age diversity in the workplace?
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Which statement about stereotypes is accurate?
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Which type of fit relates specifically to how well an individual's skills match job demands?
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What does job crafting involve?
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Which of the following is NOT a core job characteristic in the job characteristics model?
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How does empowerment enhance employee work experience?
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What does SMART stand for in goal-setting theory?
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Which of the following is a downside of goal-setting?
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What is a common physiological outcome of stress?
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Which factor is NOT a major cause of stress at work?
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Which bias in performance reviews involves focusing on recent events?
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What is a characteristic of Type B personalities?
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Which method is effective for reducing stress according to flow theory?
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What is the primary difference between programmed and non-programmed decisions?
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What does the bounded rationality model suggest about decision-making?
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How can emotional contagion influence a workplace environment?
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Which element plays a crucial role in the rational decision-making model?
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What is one aspect of creativity in decision-making?
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What is a common negative emotion that people experience?
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Study Notes
Organizational Behavior (OB)
- Definition: The study of how individuals and groups behave within organizations.
- Levels of Analysis: Individual, group, and organizational levels.
- Importance: Helps understand workplace dynamics, improve personal effectiveness, and navigate workplace relationships.
- Learning Styles: Visual, Auditory, and Kinesthetic learning styles influence how individuals best absorb information.
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Trends Influencing OB:
- Ethical challenges: Requires application of ethical principles in workplace scenarios.
- Rapid technological change: Impacts work processes and requires adaptation.
- Flattening world: Increased global interconnectedness and information access.
- Sustainable business practices: Triple bottom line focuses on economic, social, and environmental performance.
- Demographic trends: Impacts workforce composition, requiring consideration of age, diversity, and inclusion.
- Faultlines: Hypothetical divisions within groups based on shared attributes, influencing group dynamics and outcomes.
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Stereotypes and Bias:
- Stereotypes are generalizations about groups, often leading to inaccurate judgments.
- Biases influence stereotypes, shaping perceptions and potentially leading to unfair decisions.
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Diversity Issues in Workplace:
- Gender: Pay gap, underrepresentation in leadership, challenges with work-life balance.
- Race: Discrimination in hiring, promotion, and pay, microaggressions, and hostile work environments.
- Age: Miscommunication, lack of trust, undervaluation of skills.
Fit and Personality
- Interactionist Perspective: Focuses on how individual characteristics interact with the work environment.
- Why does fit matter?: Alignment between individual traits and organizational culture/job demands improves job satisfaction, commitment, and performance.
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Types of Fit:
- Person-organization fit: Alignment between individual values and organization's culture.
- Person-job fit: Alignment between individual skills and job requirements.
- Values: Stable life goals that influence individual choices and behaviors.
Work Attitudes
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Key work attitudes:
- Job satisfaction: Feelings toward one's job.
- Organizational commitment: Attachment to the company.
- Job engagement: Level of involvement and enthusiasm towards work.
- Factors contributing to positive work attitudes: Treatment from superiors, relationships with colleagues, nature of the work.
- Consequences of positive work attitudes: Higher performance, citizenship behaviors, lower absenteeism, and turnover.
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Influencers of work behaviors:
- General Mental Ability: Predicts job performance, especially in complex roles.
- Treatment by Organization: Fair treatment and positive relationships influence performance and citizenship behavior.
- Stress: High stress can lead to negative work outcomes.
Motivation
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Factors impacting job performance: Motivation, ability, and environment.
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Motivation Definition: The process that initiates, guides, and sustains goal-oriented behavior.
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Intrinsic vs Extrinsic Motivation:
- Intrinsic Motivation: Driven by internal satisfaction and interest.
- Extrinsic Motivation: Driven by external rewards.
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Job Crafting: Employees shaping their roles to align with their skills and interests.
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Job Characteristics Model:
- Core job characteristics: Skill Variety, Task Identity, Task Significance, Autonomy, and Feedback.
- These characteristics lead to increased satisfaction, motivation, and performance.
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Empowerment: Giving employees autonomy and control over their work.
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Goal-Setting Theory:
- SMART goals: Specific, Measurable, Aggressive, Realistic, and Time-bound.
- Benefits of SMART goals: Energize behavior, provide direction, encourage problem-solving.
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Downsides of Goal Setting: Can limit learning, encourage unethical behavior in pursuit of goals.
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Performance Management: A continuous process of evaluating and improving employee performance.
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Performance Reviews: Assess strengths, weaknesses, and alignment with company goals.
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Biases in performance reviews: Recency bias, leniency/strictness bias, halo effect. ###Â Stress and Emotions
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Stress Definition: The body's response to perceived threat or challenge, leading to physical and psychological strain.
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Major Work Stressors:
- Time pressure, lack of control, role ambiguity, interpersonal conflict, organizational instability.
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Outcomes of Stress:
- Physiological: Headaches, increased heart rate, fatigue.
- Psychological: Anxiety, depression, irritability.
- Work outcomes: Reduced productivity, absenteeism, turnover.
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Stress Vulnerability:
- Type A Personalities: More prone to stress due to competitiveness and urgency.
- Type B Personalities: More relaxed and less susceptible to stress.
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Managing Stress:
- Flow: Engaging in challenging activities that promote focus and satisfaction.
- Mindfulness: Staying present and self-aware to manage thoughts and reduce stress.
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Emotions:
- Definition: Short-term, intense feelings in response to events.
- Positive Emotions: Happiness, excitement, satisfaction.
- Negative Emotions: Anger, frustration, sadness.
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Emotional Contagion: Spread of emotions from one person to another, influencing the workplace atmosphere.
Decision Making
- Decision making Definition: Choosing among alternative courses of action.
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Decision Types:
- Automatic: Quick, routine decisions.
- Programmed: Decisions based on pre-determined guidelines.
- Non-programmed: Complex decisions requiring careful analysis.
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Rational Decision-Making Model:
- Involves structured steps: Problem identification, information gathering, alternative development, evaluation, decision-making, implementation.
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Bounded Rationality Model:
- Recognizes that decision-makers have limited information processing capacity.
- Decisions are often based on simplified models and the most satisfactory (rather than optimal) solution.
- Role of Intuition in decision-making: Making decisions based on gut feelings or instincts.
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Creative Decision-Making:
- Dimensions of creativity: Originality, flexibility, elaboration, fluency.
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